Perceived Family and Partner Support and the Work-Family Interface: A Meta-analytic Review

Abstract

This study employed meta-analytic techniques to elucidate the role of perceived partner and family support in four measures of the work-family interface. We extracted 183 effect sizes from 82 samples and a total of N = 36,226 individuals. We found perceived familial (partner and family) support was negatively associated with work-to-family conflict (r = -.099) and family-to-work conflict (r = -.178). It was positively associated with work-to-family enrichment (r = .173) and family-to-work enrichment (r = .378). Various sample-level moderators were investigated through meta regression and subgroup analyses, including whether the support measure was family or partner focused. Perceived family support showed larger magnitude associations with the two conflict outcome variables than partner support, while there were no significant differences between family and partner support and the two enrichment outcomes. The results suggest that familial support is an essential component of successfully minimizing work-family conflict and maximizing work-family enrichment, and that whether the measure of support is partner or family specific may impact the magnitude of results.

Work-Life Balance, Job Satisfaction, and Job Performance of SMEs Employees: The Moderating Role of Family-Supportive Supervisor Behaviors

“…Furthermore, most research analyzing the relationships between WLBSC and employee outcome has been conducted in the United States. Moreover, national culture can also affect the intensity of the link between WLB practices and their effects on employee outcomes ( Spector et al, 2007 ; Poelmans et al, 2005 ; Cegarra-Leiva et al, 2012 ; Lucia-Casademunt et al, 2015 ; Ollier-Malaterre and Foucreault, 2017 ; Putnik et al, 2020 ; Kelley et al, 2021 ). Thus, the current study fills the research gap by examining the moderating role of family-supportive supervisor behaviors on the relationship between work-life balance (WLB) and job satisfaction and the relationship between work-life balance (WLB) and job performance.…”

Joy at work turns to sorrow at home: The influence of flow experience on work–family conflict and a three‐way interaction effect

“…Employees can integrate their work into the home in multiple ways, consciously or unconsciously, such as answering emails or holding online meetings with leaders at home or sharing interesting daytime events with their families, and different forms of integrating work into the family may elicit different work‐family consequences. Due to the different expectations in the work and family domains, work–family conflict emerges when work‐related elements hinder individuals' engagement in family roles and inhibit them from actively participating in nonworking roles (Junker et al, 2020; Kelley et al, 2021; Verhoef et al, 2021; Wan et al, 2022).…”

“…However, as the “the present” is gradually occupied by rewarding tasks, is the original influence of mindfulness weakened? Notably, mindfulness strengthens individuals' sense of self to identify what truly matters to them (Burton & Vu, 2021; Montani et al, 2018; Shapiro et al, 2006) and motivates them to act based on their self‐interests (Donald et al, 2019; Grover et al, 2017; Kelley et al, 2008, 2021); for example, finishing work is a priority. In the next part, we identify a factor that, on the one hand, determines the relative proportion of work components in the family domain and, on the other hand, encourages mindful employees to strengthen their awareness of what is truly important at present by constantly adjusting their cognitions and behaviors.…”

Work-Family Conflict, Happiness and Organizational Citizenship Behavior Among Professional Women: A Moderated Mediation Model

“…However, these negative emotions are considered essential factors affecting the satisfaction of working women. As research into work and family issues increased, family support was identified as an important factor in reducing conflict ( Kelley et al, 2021 ). However, family support refers to encouraging and helping each other based on the growth of each member’s physical and mental qualities to enhance the happiness of family members and ensure the regular operation of family relationships ( Carr et al, 2008 ).…”

“…However, family support refers to encouraging and helping each other based on the growth of each member’s physical and mental qualities to enhance the happiness of family members and ensure the regular operation of family relationships ( Carr et al, 2008 ). Past research has found that family support is positively related to work-family affluence and negatively related to work-family conflict ( Lee et al, 2013 ; Kelley et al, 2021 ). When stressful events occur at work and home ( Staines, 1980 ), family support can effectively prevent female employees from being affected by negative emotions, properly handle stressful circumstances, and prevent work or family life from being disrupted by stressful events ( Li et al, 2018 ).…”